Navy child and youth programs teen employment program requirements
Download 50.48 Kb.
|
- Navigate this page:
- PROGRAM ELIGIBILITY, FUNDING, AND EXTENSIONS PROGRAM ELIGIBILITY
- Media Release
- ROLES AND RESPONSIBILITIES
- TEP SUPERVISOR SELECTION AND ORIENTATION
- PREPARATORY TRAINING WORKSHOPS
- PROGRAM ORIENTATION
- Life Skills Future Employment Higher Education
- SUPERVISOR QUALIFICATIONS AND RESPONSIBILITIES SUPERVISOR QUALIFICATIONS
- SUPERVISOR RESPONSIBILITIES
- Education and Career Development
- Discipline and Misconduct
- SUPERVISOR ORIENTATION SUPERVISOR ORIENTATION
- Employee Orientation and Training
- Constructive Feedback and Guidance
- Line of Sight Supervision
- TEP EMPLOYEE ROLES AND RESPONSIBILITIES TEP Responsibilities
- Funding Authorization FUNDING
- Regional Fund Distribution
- Work Schedule Limits
- TEEN EMPLOYMENT PROGRAM ENTERPRISE FUNDING MODEL REGION
- Record Keeping Quality Assurance
- Individual Training Plan
|
OVERVIEW: The Teen Employment Program (TEP) provides work-based learning opportunities to teens seeking work experience and skill development. Coordinators will collaborate with base and community partners to establish job placement sites within Fleet and Family Readiness (FFR), Morale Welfare and Recreation (MWR) and the local community. The TEP is a stepping stone for career development and is designed to encourage exploration of interests or careers, skill development, and completion of training modules. Each host program (e.g., Child and Youth, Bowling, Fitness) shall establish a training curriculum (e.g., training modules, cash management, software training) and provide on-the-job training. Please note: Throughout this document, the installation-based Youth Director or designee that oversees the TEP is referred to as the “TEP Coordinator,” whereas the CY or MWR employees that oversee “TEP Employees” are referred to as “TEP Supervisors.”
PROGRAM ELIGIBILITY: Installations may offer the TEP Program on a year round basis for teens who are at least 14 years old and meet Child and Youth Program (CYP) patron eligibility requirements for Navy Youth Programs defined in OPNAVINST 1700.9E. The TEP is not limited to registered participants. Age Requirements: Age 14 - 18 years of age. requirements for (NF-1) United States Citizens in Foreign Areas. Vehicle/Transportation Requirements: TEP Employees are neither authorized to operate Government Owned Vehicles, CYP, or MWR vehicles (e.g., golf carts, vans, buses, electric carts, and/or gators) nor to operate personal vehicles for official business. Media Release: Teen Employee must consent for use of photo or video taken. Reference Checks: Reference checks will be performed in accordance with NAF personnel practices. Background Checks: Background checks will be performed for NAF employees in accordance with NAF personnel practices and CNIC Notice 1700.E.
TEP Coordinators must be actively engaged in programming and implementation and work collaboratively with NAF Human Resource Offices, CY program managers, and Morale, Welfare, and Recreation (MWR) program managers, and other appropriate programs to ensure TEP positions are devoted to meaningful training and skill development, are properly created, and supported. TEP Coordinator responsibilities: POSITION DEVELOPMENT: TEP Coordinators must partner with local Program Managers (e.g., CYP, MWR) to build positions for TEP Employees. Positions should include all CYP components (CDC, CDH) and are not limited to Youth Programs (SAC, Teen, YSF). TEP Coordinators are encouraged to place TEP Employees in other MWR programs (Auto Hobby, Bowling, Fitness, Golf, Liberty, Library, Marketing, Outdoor Recreation, Swimming Pool, Theatre, etc.). Position placements shall be for more than four (4) weeks per person and incorporate meaningful, diverse skill development gained through continued practice and training to ensure quality programming. A job announcement and standardized position description Recreation Aid (Teen Employment Program) CYP 13-45 available on the CYP e-library or via NAF Human Resources. TEP SUPERVISOR SELECTION AND ORIENTATION: TEP Coordinators must collaborate with local Program Managers to ensure TEP Supervisors are selected in advance of TEP Employee start-date and TEP Employees are properly oriented by their respective TEP Supervisor. In most cases, the local Program Managers will select their respective TEP Supervisors. Upon identification of TEP Supervisors, the TEP Coordinator must coordinate and implement a TEP Supervisor Orientation. MARKETING AND OUTREACH: TEP Coordinators must actively and aggressively promote the TEP by posting the job announcement where teens naturally gather (e.g., teen center, bowling alley, food court) and within Fleet and Family Support Programs (FFSP). Where appropriate, leverage social media, websites, and other communication mediums to promote TEP opportunities. Additionally, TEP Coordinators will outreach to off-installation programs and schools with military dependents and work with School Liaison Officers, Boys and Girls Club of America (BCGA) and 4-H Extension Office to promote opportunities. PREPARATORY TRAINING WORKSHOPS: TEP Coordinators must offer a minimum of two (2) preparatory workshops for potential TEP Employees. TEP Coordinators are encouraged to partner with NAF HR and other departments (i.e. FFSP) to identify appropriate training topics (e.g. completing applications, resume building, preparing for interviews, etc.). Preparatory workshops should be offered during differing times/days to support potential scheduling conflicts or transportation barriers and be offered within CYP facilities or other locations (on-base training/conference facilities, FFSP, etc.). Where possible, Navy regions are encouraged to consolidate efforts, leverage resources, and host regional or geographic workshops. This may be more feasible in larger metro areas. The size and scale of the preparatory workshops may vary based on total position allocation with grant award. HIRING EVENTS: TEP Coordinators must schedule and offer a minimum of two (2) hiring events (e.g., job fair) per fiscal year and partner with NAF personnel to establish processes and procedures for collecting applications, screening applicants, and conducting interviews. Where possible, Navy regions are encouraged to consolidate efforts, leverage resources, and host regional or geographic hiring events. This may be more feasible in larger metro areas. The size and scale of the hiring events may vary based on total position allocation with grant award. PROGRAM ORIENTATION: Upon selection of TEP employees, TEP Coordinators must conduct a general TEP orientation for all TEP Employees. EDUCATION AND CAREER DEVELOPMENT: TEP Coordinators will partner with subject matter experts (e.g., CYP Training and Curriculum Staff, FFSP, Navy Federal Credit Union, and other on/off-base organizations) to fulfill the Education and Career Development requirement and to implement requirements outlined within the TEP Initial Orientation Training Record (CNICCYP 1700/62) plan for each Teen Employee. The training plan includes: Initial Orientation Requirements Program Specific Requirements Supplemental Training Opportunities for Education and Career Development is intended to help teens become proficient in basic educational disciplines, set goals, explore careers, graduate from high school on time, ready for a post-secondary education, military service, and/or a 21st Century career. Education and Career Development opportunities may include hosting a series of workshops and seminars on the following:
Education and Career Development opportunities that are supported by the overall Teen Program that are offered dually for TEP and general teen population are acceptable if the scheduling of the opportunities are made available outside of TEP work schedules. NOTE: Potential TEP Employees are not paid while attending preparatory workshops and trainings prior to being hired (e.g., resume writing, hiring events). However, TEP Employees are paid while attending required and position specific trainings (e.g. program and worksite orientation).
SUPERVISOR QUALIFICATIONS: TEP Supervisors must be regular full-time paid employees of their respective CY or MWR program and meet the following criteria: 1 year experience working within their CY or MWR program. SUPERVISOR RESPONSIBILITIES: TEP Supervisors orient, train, develop, coach, mentor, and supervise TEP Employees daily. TEP Supervisor responsibilities include, but are not limited to: Teen Selection: TEP Supervisors conduct TEP interviews (e.g. job fair format). Worksite Orientation: TEP Supervisors must provide TEP Employees with specific worksite orientation and program training. Education and Career Development: TEP Supervisors must coordinate work schedule(s) to support orientation, training, and education and career development opportunities. TEP Supervisors promote internships, volunteering, and other prospective job opportunities. Coaching and Mentoring: TEP Supervisors continuously coach, guide, and mentor TEP Employees personal and career development. Supervision: TEP Supervisors must ensure TEP Employees are supervised at all times. Line of Sight Supervision (LOSS) required. Discipline and Misconduct: TEP Supervisors must identify and address disciplinary issues or circumstances (e.g., policy violations, safety issues, theft, and child abuse) and take appropriate action in accordance with NAF HR policy. TEP Project: TEP Supervisors collaborate with TEP Employees to identify individual projects or activities TEP Employees can lead, assist, or coordinate to extend work experience and skill development by going above-and-beyond the daily/normal work-based duties. Example: co-coordinating an event or activity (i.e., 4th of July, Liberty Program Bowling Tournament, CYP Cardboard Boat Regatta, Navy Ball, etc.). Performance Review: TEP Supervisors must conduct a final written evaluation at the conclusion of TEP employment. The CNIC NAF Employee Performance Rating Form shall be used to conduct the final evaluation. The “remarks” section should be related to the TEP Employee’s future employment goals. Superior performance cash awards are encouraged but must be locally funded.
SUPERVISOR ORIENTATION: TEP Supervisors shall attend an orientation prior to hosting TEP Employees. The TEP Supervisor orientation must include, but is not limited to the following: Roles, Responsibilities, and Expectations: TEP Coordinators must communicate the roles, responsibilities, and expectations of the TEP Coordinators, Supervisors, and Employees. Employee Orientation and Training: TEP Coordinators must communicate TEP orientations and training requirements to TEP Supervisors. Goals and Objectives: TEP Coordinators must provide TEP Supervisors with strategies to create meaningful work-based learning opportunities for TEP Employees with clear and obtainable goals and objectives which reflect the expected outcomes for both the TEP Supervisor and Employee (e.g., communication, customer service). Constructive Feedback and Guidance: TEP Coordinators must provide TEP Supervisors with strategies for constructive feedback and guidance for TEP Employees. Discipline and Misconduct: TEP Coordinators must reinforce that TEP Supervisors are required to identify and address any disciplinary issues or circumstances that require action. Line of Sight Supervision: TEP Coordinators must convey the CYP Line of Sight Supervision (LOSS) policies and regulations for CYP-based TEP Employees. Thus, TEP Employees must be provided with a visual identifier when caring for children. Non-CYP based TEP Employees must be supervised by a paid staff member at all times. TEP Employees shall not be the “manager on duty” or only staff member working on a shift. TEP Project: TEP Coordinators must communicate the requirement of TEP Projects and provide previous, acceptable examples.
TEP Responsibilities: TEP Employees are expected to perform the essential duties and responsibilities of the position and partner with TEP Supervisors to identify: Goals and Objectives: personal and career goals and objectives for learning. TEP Project Participation: a project or activity for the TEP Employee to gain the skills to lead, assist, or coordinate. grant is required.
FUNDING: The FY15 award levels were used as the baseline to establish FY16 funding. Authorizations for this program were added in the Enterprise Modeling System (EMS) in the Region view with Youth as the associated program component. Regions may allocate funding to the installations as needed. Regions must use TEP specific cost center(s) to record all associated labor expenses. No separate grant submission is required. Regional Fund Distribution: Regional CYP Managers may redistribute or realign grant funding to best support program interest levels (e.g., align to a high demand location) within the fiscal year. Funds will not roll-over from fiscal year to fiscal year. Work Schedule Limits: 25 hours maximum per week per TEP Employee. Funds may not be rolled over or consolidated to create “FTEs”. Additional scheduled hours shall be funded by local budgets. Funds may be maximized to the full extent possible during the FY to continuously hire individual Teen Employees. Department of Labor (DOL) Regulations for youth and labor permissible work hours and state department of labor laws must be consulted when scheduling the teen workforce. Youth and Labor: http://www.dol.gov/dol/topic/youthlabor/workhours.htm TEP Employees may work up to 40 hours per the DOL during out of school times, permissible work hour restrictions during school time applies.
Compensation: Hourly pay must be at least equal to the minimum wage established for the local area and must be in compliance with federal minimum wage regulations. CONUS TEP Employees must meet state minimum age requirements and be in compliance with federal regulations. OCONUS TEP Employees must meet minimum NAF pay range EMPLOYMENT EXTENSIONS: After successful completion of 12 weeks of employment, TEP Employees may be considered for transfer to open TEP positions within another CYP or MWR program. Positions may not be “held” or “targeted” for specific TEP Employees, and transfers do not have preference over new TEP Employees and must interview and be selected using the same process as all applicants. Transferred TEP Employees are processed and oriented in concert with NAF personnel policies. Required training is position specific and should be the same as other employees working similar duties. Transferred TEP Employees will participate in new trainings and workshops as developed and required during the program year.
Record keeping and Quality Assurance is a shared across the program: Official Personnel File (OPF): maintained by Human Resources. Employee Staff Records: maintained in the Child and Youth Management System (CYMS). Individual Training Plan: maintained by the Training & Curriculum Specialist in CYP with input by the TEP Coordinator and TEP Supervisor. Quality Assurance: validated by multi-disciplinary inspection, and higher headquarters inspection. Encl (1) Download 50.48 Kb. Share with your friends:
| |||||||||||||||||||||||||||||||||||||||||||||||||